Salary

The salaries within the university system shall comprise a job-related
salary element based on the requirement of duties and a personal salary element
based on personal performance.

1. Task-specific salary component

Universities
apply two assessment systems, one for teaching and research personnel and one
for other personnel.

a. Task-specific salary component for teaching and research staff

The
task-specific salary component is determined on the basis of the level of demand required by
specific tasks. In assessing the level of demand, the primary factors in
the system for teaching and research personnel are:

the
nature of the work
and responsibility

required interaction skills

intellectual and professional competence

b.
Task-specific salary component for other staff

the content of the
position and problem-solving and organizational skills

interaction skills

responsibility

required knowledge
and skills

Assessing
the level of demand of tasks:

With regard to new tasks the employer conducts a preliminary assessment
of the level of demand of tasks. The level of demand of a task must be assessed
within six months of the start of employment, with the level of demand first
being examined in assessment discussions between the individual in question and
his/her superior, after which the superior makes a proposal concerning the
level of demand to the assessment group. The employer confirms the level of
demand after receiving the proposal of the superior and the assessment group.

With regard to tasks that have changed, a reassessment can be presented
by a superior, the individual in question or a union representative. A
reassessment must be requested in writing, specifying how a task has changed
since a previous assessment and on what grounds a change increases the level of
demand of a task.

2.
Personal performance salary component

The
personal performance salary component is based on an individual's level of
performance. The main criteria in the system for teaching and research
personnel are:

teaching
merits

research merits

merits in terms of societal and university community engagement

The main
criteria in the system of other staff are:

vocational competence

responsibility at work

functioning in the workplace community and

quality and performance

Personal
performance and the level of performance are examined in assessment discussions
between the individual in question and his/her superior. Assessment discussions
are conducted every two years for the whole university.

3.
Guaranteed salary

A person
who on 31 December 2009 had the right to a guaranteed salary retains this right
as long as the person is permanently employed by the same university without
interruption. A person who at the time the guaranteed salary was introduced was
temporarily employed has the right to a guaranteed salary for the term of
temporary employment and as long as the person continues at the same university
without interruption at least on the same level of demand.

4.
Competence-requirement allowance

A
competence-requirement allowance was added as a new feature to the university
pay system as part of the collective bargaining solution for 2011. It can be
paid to employees, whose tasks are assessed as being on the upper end of their
respective competence classification
grades. It amounts to 50% of the pay difference between the employee’s
designated competence classification grade and the subsequent grade. Under the
agreement in force for 2011, the allowance is for now available only for
teaching and research staff belonging to competence classification grades 5 to
10.

5. Performance increase

The collective bargaining negotiations concerning salary increases for
2012 and 2013 resulted in the initiation of a performance increase. The
increase amounts to 50% of the difference in euro between the employee’s
performance level and the next higher performance level.

6.
Separate supplements depending on the university

Universities
can pay separate bonuses and supplements based on their own decisions.

A university pays management bonuses to its academic managers according to its
own decision.

7. Local
agreement

By means of
a local agreement, applications that differ from the general salary system for
universities can be introduced. These must be approved by the Negotiation
Organisation for Public Sector Professionals, however.